A B2B business needs successful talent acquisition and management metrics to serve its customers right. As when the end-user or customers run into a problem, they approach the employees.
In this case, employees are self-aware yet have a lot of burden to deal with their customers directly. In addition, they go through burnout phases which lowers their productivity.
But a growing or small B2B business firm cannot afford to lose customer traction or rapport. So the best alternative for hiring managers and team leaders is to learnways a B2B business can excel in employee management.
This way, employees’ productivity and efficiency rates are on track. The hiring managers will nurture, develop, and train them well.
But to be clear, focus on the multiple ways given below. These steps are executable, workable, feasible, and necessary to manage the millennial and gen-z workforce.
One of the most essential ways to train and manage your employees is to boost their learning. In a digital age, especially post-pandemic, employees need to be smart and proactive. Therefore, their communication, persuasion, listening, and analytical skills matter greatly.
These soft and intellectual skills are even more important if they directly deal with the B2B client.
So, hiring managers can use theemployee management system available on the cloud. One such example, trustable and dependable, isuKnowva. Using itsHRMS software India, employees can learn new courses and modules regularly.
Hiring managers or TLs can track their completed modules while hovering the cursor on the employee profile. At times, the analytical dashboard already highlights if the number of employees learning a course is higher at one point.
The system provided by uKnowva is intuitive, fun to use, and easily configurable according to the B2B company’s needs. For example, trainers and mentors can upload their learning material. It could also be for a particular group of team members by changing the accessibility setting in the system.
Besides that, when employees continuously learn and upgrade their current knowledge of required B2B business skills, they are more employable. Moreover, this learning curve later helps HR managers or team leaders approve their appraisal for their active contribution.
B2B company managers and executives must be smart and tech-savvy. As it’s high time that companies incorporate workflow automation in their CRMs and ERPs. This could be done using the latestHRMS software India – especially the one available on the cloud.
When companies provide their employees' right tech tools to nurture their B2B clients and end customers, workflow improves.
That’s also because of automation taking place. HRs and employees can automate their hiring engine, timesheet management, and daily reminders for KPIs. It’s a necessary practice to keep employees accountable for their daily tasks without burdening them.
Otherwise, automating tasks based on triggered actions in the system is also helpful. This way, employees get more work done in a limited period. It’s crucial when employees or teams are stuck with complex projects for their B2B clients.
Apart from that, workflow automation is the right opportunity for the contemporary workforce generation to save time. The saved hours can be invested in other important tasks that greatly impact their appraisal or salary hike.
That’s why it’s also necessary to understand theimportance of employee management. Then HRs will properly incorporate the right tech into the company. That’s before their top-performers start thinking of shifting to another firm providing them better job opportunities.
Managing employees does not mean that you expect them to complete their KPIs without a healthy mindset or wellbeing.
Contrary to that, employees of today’s hyper-connected world want a culture where they get:
These are a few pointers found in the research of learningways a B2B business can excel in employee management. These pointers are based on real-life employee experiences in B2B and several other sectors, especially in India.
It could be surmised that to manage employees, firms can use virtual biometric systems integrated with happiness scores. From there, at least they can discern if their employed workforce is happy, satisfied, or not.
If not, they can take corrective measures before attrition rates in the B2B company start shooting up.
One of the most crucialfactors in managing employees of any generation is to learn to allocate them to projects where they matter. However, deploying employees to tougher projects without a prerequisite skill set could waste time and clientele money.
It would only ruin the rapport established with years of client servicing tactics for B2B firms: growing, matured, or start-ups.
To curb this drawback, there is an increasing need to use anemployee management system in the firm. Using this tool, HRs enter, measure, monitor, and control employee data on the cloud.
They log in with their registered credentials and never worry about data loss. There are already backups generated regularly on the cloud without contemplating the investment in data warehouses.
Besides that, this tool enables HRs and reporting managers to access projects and timesheets completed under a particular employee.
From there, they verify the hours invested by each employee on a given project. They can calculate each employee's efficiency and productivity as well using the self-generated analytical reports.
The intelligent insights from these reports drive HRs and reporting managers in a B2B company to manage their employees effectively. They learn to allocate their top-performing hires, new or existing, to tougher and more interesting projects.
They can also check which employees need more nurturing, guidance, and mentoring. Then, they can plan their training schedules accordingly – going back to the first point – reskilling and upgrading their knowledge/expertise.
Learningways a B2B business can excel in employee management can be a complex task. Most reporting managers and HRs don’t have time for that. Instead, they can bring anHRM software – uKnowvato their organisations.
Using this tool, tasks like continuous learning, tracking of employee performances and their wellness factor, and project allocation for accurate billing are efficient.
Contact us today for a free uKnowva HRMS demo!
Return-to-office plans seem impossible with the fluctuations of COVID-19 new variants. That means it’s important to focus onreasons why the hybrid work model is the new normal.Additionally, because of the new rising XE variant cases in India and around.
Companies will again have to balance the offline and online work modules for everyone’s safety and well-being. In contrast, employees have already experienced remote working styles for the past 2-3 years.
Now they prefer to work where companies value their contribution compared to the time invested. They feel more connected to the workplaces where they can be self-reliant, self-serving, and exercise their entrepreneurial mindset.
That is only possible when companies are actively using an HRMS system. However, let’s begin understanding the starkimportance of the hybrid work model as the new normal first.
This way, companies, and HRs can learn to manage their existing talent pool with sheer respect and knowledge.
With a hybrid culture, an outperforming workforce wants to achieve their goals independently. As a result, they don’t require getting micromanaged daily. That eases reporting managers' lengthy tasks to persuade and motivate their subordinates to work on time.
Instead, workforce management is easier with an HR management system. Employees can easily set their KRAs on the system. They can supervise their own monthly targets and achieve them accordingly.
This practice makes them self-reliant and better at setting priorities right.
Reasons why the hybrid work model is the new normal are also because workforce HRs need can be from anywhere.
This trend of virtual talent acquisition and recruitment process was seen more evidently during the pandemic. However, it somehow has stuck by employees and growing companies.
That is because workers now want to enjoy their life. They want a life that matters. Therefore, theircontribution to the company must be valuable and equally respectable.
And it is not anymore restricted to their working location. So, they can choose to spend time with their families, fulfil their pending commitments, or go places. Overall, employees learn to manage their time accordingly without spending hours in commute to faraway workplaces.
Several studies and surveys concluded: that employees were not sure why they were coming to the office. They could accomplish their daily tasks from home. But, instead, they felt like wasting time on the commute.
This conclusion has been seriously taken into consideration by many companies. That’s one of the growingreasons why the hybrid work module is the new normal. So, employees now have more meaningful office visits.
They prefer not to visit the office if it’s not highly important or urgent. Each office visit holds a special meaning, purpose, or direct link with their productivity. This hybrid working style enhances how employees respect and view their offline workstations.
Employees' well-being and mental health are two morereasons why the hybrid work module is the new normal. In addition, with flexible working hours, employees switch off from the system required.
They don’t need to sit in front of the system for 8 hours at a stretch. That is as long as they complete their daily tasks on time. So, whenever employees feel unhappy, demotivated, tired, or exhausted, they must take the required break off the screen.
Working atflexible hours means they can go out and spend time with their family or in nature. This would rejuvenate their mindset and help them regain their energy levels.
We know that working alone or remotely can put employees in an isolated mood. They find connecting with people difficult in such cases if they are not given the provision to take occasional breaks in between.
That is why ahybrid management system at a firm is necessary to work and be implemented. Because when employees are not feeling themselves, their productivity reduces. They might not deliver benchmarking work expected of them.
Therefore, they can maintain their happy and entrepreneurial mindset with regular expected and required breaks. This way, their regular work completes on time without roadblocks.
Working from offshore locations is not always mandatory. There should be a hybrid work model. This way, workers would regularly connect with their team members – whenever required.
Thisemployee engagement can be on the HRMS system as well. Otherwise, employees can plan a day to meet at the office. This day could be more special to these employees as they all meet after a long time.
This brings a sense of belonging and recognition between employees as they meet one another. They share their worries, queries, and achievements face-to-face with more energy and power.
Later, this meeting leaves a positive impact on the employee. Ultimately, employees don’t feel alone or like nobody cares about them. Instead, they know they can visit the office or offline workstation whenever required.
That’s why these are more justifiablereasons why the hybrid work module is the new normal. Now employees can engage, co-create, and collaborate with their teams using any module or platform.
This could be entirely virtually using theHR management system like uKnowva. Otherwise, they could play out team-building activities offline for exercising team synergies at best.
To bring a sense of belonging to employees, a hybrid working model is quite efficient. They can connect with their seniors, C-level management, and subordinates whenever they desire.
This is possible withuKnowva Social Intranet features. They no longer depend on emails, excel workbooks, or offline documents. Instead, they can simply share their concerns online using the chat messengers, polls, surveys, or forums available on the uKnowva intranet.
With this regular practice of connecting with their seniors or juniors on demand, employees learn more about their firm’s values.
They can know what is acceptable in the firm – what is not. Everything can be discussed both transparently and privately between teams on this platform. Otherwise, there will always be a provision for employees to visit the office and get their issues sorted.
Either way, theemployee experience in a firm is memorable. They have greater chances to be true evangelists of their firms as they continuously impart the values in themselves.
5reasons why the hybrid work module is the new normal stated above tell us what an employee goes through in today’s generation. They can experience a company’s environment with ease, both virtually and offline.
They are no longer required to be present at the firm all the time.
What matters is how they work and deliver it on time. Prime focus is also on their well-being, happiness scores, and motivated moods. This way, they manage their personal life commitment along the way without disrupting their work-life targets.
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HR teams and managers now feel more responsible toretain their best employees after the insurgence of The Great Reshuffle last year. From here on, good employees have learned to value their time, skill, opportunities, and flexibility factor more.
TheLinkedIn article by its CEO, Ryan Roslansky, justifies this point. It puts HR teams in front of the most challenging task at present:retaining their best hires.
And with the best people in an organisation, comes the responsibility of accurate and timelyperformance tracking – to know whom to retain, how, and when.
As already, there will be three to four times the talent gap, as perthe Nasscom report in Fortune India. The same study says there are only 30 percent people employable in S.T.E.M. sectors with the rise of digitalisation.
Therefore, HR teams prefer not to lose their best employees. They have to work up their talent development, management, and engagement skills. Only then can employees feel a particular company deserves their skillset.
To know more about rightfulemployee tracking forcontinuously collaborating, connecting, and communicating in hybrid workplaces, let’s focus on the suggested tips below.
Employees feel the urge to depart from an organisation that doesn’t promote healthy and productive communication. They consider looking for meaningful and inclusive jobs where they belong or are listened to.
In such cases, companies can useemployee management software like uKnowva. It has an integrated, intuitive, and immersive Social Intranet portal. There, different teams can connect transparently.
Teams can create group chats, send messages, engage in polls and surveys within a few clicks.
As a by-product of this system, there can be a sharp elevation in employees’ mindsets while working in a team or a firm. They would want to engage more when they know their team leaders are ready to talk to them like mentors, guides, and true leaders.
Eventually, theretention of top performers improves when communication combines with transparency and respect in a hybrid work culture.
Reskilling is one of the concerns that is emerging in the employment sector. Employees would increasingly consider shifting their jobs when they find they have no scope of growth in a firm.
The same factor pushes team leaders and HR managers to think one step ahead. They have to inculcate anemployee performance management system ultimately in their firm. Doing so, they helptop performers shape their career graphs.
With eLMS and other modules available for companies inuKnowva HRMS, top-performing employees can be persuaded to retain. It shows that firms care how well each employee is suited for different and challenging jobs emerging in the hybrid workplace.
Plus,top-performing employees are hungry for new skills to impart in their portfolios. So, managers have to bring new approaches to upgrade their knowledge for improving the overall retention rate.
Employers useemployee management software like uKnowva to provide appraisal opportunities to their top-performing hires. They no longer have to operate like information silos and focus on the bigger picture of their work-life journey instead.
Such facilities enhance their competencies to stay valuable to the company. Plus, there’s an implicit value delivered using a self-rating system:highly-productive employees feel they have a say in their internal promotions.
This notion builds an entrepreneurial zeal in them. They pave their way to becoming righteous and collected when working on projects. Because this appraisal shows that punctual, progressive, and productive employees are also accountable to themselves for their deliverables.
It’s no longer just an employer or team leader who has the right to rate their contribution for each assigned project. Their vote counts too. And in the long run, it’s all that matters for their professional growth.
Formulate a journey from insights to action to know which employee is performing well and what drives them to work smart/hard.As recently commented by Rob Hefner, the vice president at David Weekly, you must focus on people first before product and profit.
Having great people in your organisation would automatically increase profits and product sales. To do that,uKnowva HRMS provides happiness meter and live dashboard reports for admins and HR leaders.
Using these dashboards, you can know which employee is always on time and clocking in with a happy mood consistently. Simultaneously, employers would know which talent to nurture to reach their full potential.
Plus, conducting polls and surveys in HRMS helps leaders to appreciate their top talent’s voice and needs. However, forming reliable and insightful questionnaires and polls is necessary too.
Besides that, weekly or bi-weekly calls on the HRMS helpnurture talented individuals in the firm.
So, anemployee performance management system helps HRs/managers execute necessary actions to keep top performers heard, engaged, and appreciated on time.
The Great Resign period in the pandemic era has forced teams to introspect. They should pay more focus on every employee they hire, including top performers. Which also concerns the right tools and tech available to them.
This is a more important factor that drives employees to switch when working remotely. So, whileperformance tracking is in the loop, HRs should cross check whether there is stability in deliverables expected from top performers.
This includes, but not necessarily only that:
There is no one perfect solution to restrain the strain of resignations as the world adjusts to the new normal era. What HRs or team managers can do best to retain their top performers is that they are proactive.
It can be in any sense – for example, talent acquisition, development, management, and engagement. What matters is there is agility, adaptability, and willingness to change from all fronts for the greater good of employee-employer relationships.
Only then canemployee management software like uKnowva be successful in helping firms persuade their top hires to stay with improved scope and hope.
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